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Global Leadership Assessment

Report Analysis for PUT NAME HERE

Communication: R&R Self All Raters Strength Develop

 Demonstrating Integrity
 Encouraging Constructive Dialogue
 Creating a Shared Vision

Engaging People
PEOPLE

 Developing People
 Building Partnerships
 Sharing Leadership

Boundary-less Inclusion
 Empowering People
 Thinking Globally
 Appreciating Diversity

Assure Success
 Developing Technological Savvy
 Ensuring Customer Satisfaction
 Maintaining a Competitive Advantage
TASK

Continuous Change
 Achieving Personal Mastery
 Anticipating Opportunities
 Leading Change

Notes:
 Use the overview hereunder as an aid to analyze the report effectively in order to articulate 1-2 areas for leadership
growth.

Global Leadership Assessment by Marshall Goldsmith

Competency Definition Survey Items Remarks

 Demonstrates honest, ethical

behavior in all interactions
Lead self, others, culture through:
 Ensures that the highest
 Role modeling honesty, ethical
standards for ethical behavior are
behavior and organizational
practiced throughout the
values
organization
Demonstrating  So that (s)he can be trusted to
 Avoids political or self-serving
Integrity lead people in the right direction
behavior
 While respecting people in the
 Courageously "stands up" for
process
what he/she believes in
 Ensuring a constructive
 Is a role model for living our
organizational culture
organization's values (leads by
example)

 Asks people what he/she can do

Communication

Consistent communication sharing to improve (feedforward)

leadership by:
 Asking questions to solicit
Encouraging
feedback, feedforward, new ideas
Constructive
 Listening with an open mind
Dialogue
 Accepting constructive feedback
 Putting yourself in someone
else’s shoes (empathy)
 Genuinely listens to others
 Accepts constructive feedback in
a positive manner (avoids
defensiveness)
 Strives to understand the other
person's frame of reference
 Encourages people to challenge
the status quo

 Creates and communicates a

Creating a vision trough:
clear vision for our organization
 Getting input from others
 Effectively involves people in
 Creating momentum and
decision making
Creating a inspiring others
 Inspires people to commit to
Shared Vision  Supporting the vision with
achieving the vision
strategy
 Develops an effective strategy to
 Defining roles and priorities
achieve the vision
 Clearly identifies priorities

2
 Global Leadership Assessment by Marshall Goldsmith
Dimension Definition
Engage high-impact performers through:
 Training, coaching (feedback /
feedforward),
Developing
 Showing respect and dignity
People
 Rewarding and recognizing
achievements
 Creating a thriving environment
 Building trust
 Proactively focus on a positive agenda
Building  Forging partnerships and alliances
Engaging People
Partnerships across the organization
 Creating networks outside the
organization
 Flattening organizations with matrix
structures, partnership alliances and
business process outsourcing result in
wide & deep dispersion of expertise,
power, authority and decisions in the
organization laterally and vertically.
 Building a team of leaders through:
 Management (teams) need to
create a broader base of senior
Sharing
management experience, expert
Leadership
knowledge, complementary
strengths
 Leaders must know their limitations
and defer to their talents / experts
 Collaboration focused on trust
building to deliver on a common
agenda / vision
 Moving away from ‘one right way’ to
‘the best way at this time’
3
Survey Items Remarks
 Consistently treats people
with respect and dignity
 Asks people what they need
to do their work better
 Ensures that people receive
the training they need to
succeed
 Provides effective coaching
 Provides developmental
feedback in a timely manner
 Provides effective
recognition for others'
achievements
 Treats co-workers as
partners, not competitors
 Unites his/her organization
into an effective team
 Builds effective partnerships
across the company
 Discourages destructive
comments about other
people or groups
 Builds effective alliances
with other organizations
 Creates a network of
relationships that help to get
things done
 Willingly shares leadership
with business partners
 Defers to others when they
have more expertise
 Strives to arrive at an
outcome with others (vs. for
others)
 Creates an environment
where people focus on the
larger good (avoids
suboptimization or "turfism")
 Global Leadership Assessment by Marshall Goldsmith
Competency Definition
 Build confidence through training
on functional skills
 Take calculated risks by
providing opportunities for
application and growth
Empowering
 Give freedom by letting go of the
People
process step by step to give
people space to be empowered
 Create trust through encouraging
achievement using a trusted
process
 Technology advancement has
created a borderless
interconnected global
environment.
 Leading to:
 Higher standards in customer
Boundary-less Inclusion
Thinking service, innovation, etc.
Globally  Alliances between governments,
industries and organizations
 Balancing global consistency with
local cultural needs
 Having a global perspective with
multicultural experience in
different businesses
 Be interested to understand, be
comfortable with and appreciate
 the differences as a result of
culture, religion, gender,
personality, educational
Appreciating
background, age / generation and
Diversity
thinking styles
 Leverage differences to gain new
perspectives
 Learn to differentiate in
motivating people
Survey Items Remarks
 Builds people's confidence
 Takes risks in letting others make
decisions
 Gives people the freedom they
need to do their job well
 Trusts people enough to let go
(avoids micro-management)
 Recognizes the impact of
globalization on the business
 Demonstrates the adaptability
required to succeed in a global
environment
 Strives to gain the variety of
experiences needed to conduct
global business
 Makes decisions that incorporate
global considerations
 Helps others understand the
impact of globalization
 Embraces the value of diversity in
people (including culture,
ethnicity, gender, generational,
personality and thinking styles)
 Effectively motivates people from
different cultures, ethnicities,
genders, generations,
personalities and thinking styles
 Recognizes the value of diverse
views and opinions
 Helps others appreciate the value
of diversity
 Actively expands his/her
knowledge of other cultures
(through interactions, study,
travel, etc.)
4
 Global Leadership Assessment by Marshall Goldsmith

Competency Definition Survey Items Remarks

 Strives to acquire the

technological knowledge needed
Understanding how the application
to succeed in tomorrow's world
Developing of technology will increase people
 Successfully recruits people with
Technological productivity and business
needed technological expertise
Savvy effectiveness to succeed in
 Effectively manages the use of
tomorrow’s world
technology to increase
productivity

 Inspires people to achieve high

Ensuring collaboration among
functions / teams to deliver quality
Ensuring
services / products and inspires
Customer
people to continuously achieve
Assure Success
levels of customer satisfaction
 Views business processes from
the ultimate customer perspective
(has an "end-to-end" perspective)
 Regularly solicits input from
customers

Satisfaction
higher levels of customers  Consistently delivers on
satisfaction commitments to customers
 Understands the competitive
options available to his/her
customers

 Communicates a positive, can-do

Effectively lead the continuous sense of urgency toward getting
improvement of: the job done
 Producing better results faster  Holds people accountable for
 Mobilizing intellectual capital in their results
Maintaining a
the organization  Successfully eliminates waste
Competitive
 Eliminating waste and and unneeded cost
Advantage
unnecessary cost  Provides products/services that
 Delivery of products and services help the company have a clear
 Achieving long-term shareholder competitive advantage
value  Achieves results that lead to
long-term shareholder value

5
 Global Leadership Assessment by Marshall Goldsmith

Competency Definition Survey Items Remarks

 Deeply understands his/her own

strengths and weaknesses
Leaders are improving their
 Invests in ongoing personal
leadership effectiveness ‘inside out’
development
through:
 Involves people who have
Achieving  Heightened self-awareness
strengths that he/she does not
Personal around behaviors, motivators,
possess
Mastery personal preferences, etc.
 Demonstrates effective emotional
 Management of their emotions
responses in a variety of
and behaviors
situations
 Filling in gaps in competencies
 Demonstrates self-confidence as
a leader

 Invests in learning about future

trends
Continuous Change

 Investigating future trends  Effectively anticipates future

 Anticipating future opportunities
Anticipating
 Looking to the future
Opportunities
 Develops ideas to meet needs of
new environments
opportunities
 Inspires people to focus on future
opportunities (not just present
objectives)
 Develops ideas to meet the
needs of the new environment

 Sees change as an opportunity,

not a problem
 Challenges the system when
 Change is an opportunity
change is needed
 Leadership versus management:
 Thrives in ambiguous situations
Leading challenging the status quo
(demonstrates flexibility when
Change  Flexibility
needed)
 Encouraging creativity
 Encourages creativity and
 Translating ideas into results
innovation in others
 Effectively translates creative
ideas into business results

Copyrights by Marshall Goldsmith Stakeholder Centered Coaching – www.SCCoaching.com